Tell us your career path before you were in TA
My career started as a documentary director in a TV station, which was inspired by my childhood dream of working in journalism and communication. Later on, I became fascinated by the sales-driven, dynamic nature of the headhunting industry, and made my first career change, as a headhunter for the financial service sector.
In the recruitment agency world, everything is centered around filling roles quickly. But over time, I realized that what I value most is being involved in strategic decision-making. That’s what drew me to in-house talent acquisition. Joining Equativ—at the intersection of tech, media, and advertising—felt like the perfect next step to continue my journey.
From your personal experience what's the best thing about being in talent acquisition?
Talent acquisition is a sales job. We're selling something much deeper—a culture, a career path, and a group of people that candidates can trust and grow with.
So for me, the best part about being in TA is when I’m able to successfully sell a future to someone—a future they might not have seen for themselves at first, but that turns out to be a perfect fit.
Since you've been in TA, how have you seen it change?
In my role covering multiple regions, including Europe, MENA, and APAC, talent acquisition shifts toward a more global, strategic approach. Understanding cultural nuances, communication styles, and local working practices has become essential.
Another significant change has been the prioritization of diversity, equity, and inclusion. For companies like Equativ aiming to build a strong global brand, DE&I is no longer just a slogan, it’s imperative. While achieving true diversity is not easy in certain regions or functions, we play a critical role in ensuring fair and unbiased hiring practices, especially during sourcing and interviewing stages.
How do you see AI impacting the future of talent acquisition?
While AI saves a lot of time for talent acquisition, it still can’t tell whether a candidate is a cultural fit or not. It can’t sense the hesitation behind someone saying they are excited about an opportunity. We rely on ourselves to speak with people, to feel their passion and desire.
In the end, AI is pushing TA professionals to focus even more on what makes us unique: building relationships, telling compelling stories, and creating meaningful candidate experiences.
What advice would you give to job seekers today?
Prepare concrete examples to support your answers. Instead of simply saying you are good at something, back it up with real stories: what was the situation, what actions you took, and what the outcome was. This makes your answers more credible and memorable.
Last but not least, be yourself! Don’t try to guess the interviewer’s preference and tailor your answers too much. You never know and honestly it doesn't matter. Show the real you. Treat every interview as a chance to connect with someone who has their own life stories. Don’t overthink it: stay present and go with the flow.